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Lyme
School Board
Policy Manual
Policy: CGI
Evaluation (School Principal)
The School Board, believing in appraisal and improvement of
all aspects of the Lyme School system, supports an annual
evaluation of the School Principal, the purpose of which is
the continuous improvement of performance and the creation
of a formal personnel record.
The Superintendent or designee will ensure that the formal
procedures defined for administrative evaluation are followed
and a written record established. These include:
1. initial conference with Superintendent or
designee to establish 3-5 annual goals, some but not all of which
should be linked to School Board and/or faculty goals; and presented
to the Board at its next regular meeting,
2. ongoing communication during the year, including a minimum
of two supervisory conferences from which a progress report is
generated,
3. solicitation of objective and/or data-based feedback (in writing,
dated, signed and available to the principal) from various constituent
groups, including but not limited to the School Board, students,
parents, faculty, and staff,
4. a summative evaluation-signed and dated by the evaluator and
employee-which formalizes goals, general performance, and other
issues discussed throughout the year,
5. opportunity for review and discussion of the summarized evaluation
and evaluation process, which should seek evidence of success
as well as constructive and helpful criticism
The administrator's signature on his/her evaluation
is required but is not intended to constitute agreement with
content. The administrator has the option of responding in
writing to any part of the formal evaluation, to have this
response attached to the formal component of the evaluation
and placed in the employee's official personnel file.
A report concerning the administrative evaluation
should be brought to the Board during the month of February
(or sooner, if requested by the Board).
This policy shall be augmented by additional
materials related to the accomplishment of an administrative
evaluation, including a current job description and essential
skills of effective principals. It should be noted that the
establishment of specific goals should not inhibit review
of other aspects of the principal's overall job responsibilities
and performance.
ADOPTED: 9 February 1995
REVISED: 10 December 1998
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